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A 3 page paper. Motivation is a crucial element in successful management and leadership. In this essay, the writer refers to six articles and briefly explains the motivation theories identified as being applied in organizations. Bibliography lists 6 sources.
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3 pages (~225 words per page)
File: ME12_PGmtvo9.rtf
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theory, achievement theory and expectancy theory. In fact, these are the primary theories that are put into action in organizations. Udechukwu (2009) related both Maslows theory of needs and Herzbergs
hygiene theory to correction offices. Buhler (2003) and Employee Benefits (2006) discussed Maslows hierarchy of needs in general, specifically commenting on Maslows idea that people travel up the hierarchy to
the next more complex need as lower needs are met. Udechukwu (2009), Employee Benefits (2006) and Buhler (2003) discussed Herzbergs two-factor theory of needs. Herzberg discussed motivation and hygiene
as the only two sets of needs. Motivation has to do with particulars about the job itself while hygienes were external to the job (Udechukwu 2009). Herzberg said that
the issue was to move people from a state of dissatisfaction to a state of satisfaction (Buhler 2003). For Herzberg, hygienes are external to the work itself but did apply
to the work environment (Buhler 2003). McClelland identified three sets of needs people have (Employee Benefits 2003). These were achievement, power and affiliation (Employee Benefits 2003). McClelland proposed that people
who wanted expensive cars, prestige, higher management positions, status, and substantial rewards were driving by power needs; persons who anted were driven by achievement; and those who wanted to
feel a sense of accomplishment were driven by achievement needs and those who wanted to be on the inside were driven by affiliation needs (Employee Benefits 2003). The expectation theory
of motivation is very different and very interesting because it is founded on trust. This theory was developed by Vroom and like most theories of motivation, it was developed
in the 1960s. Vroom proposed that people are motivated when certain expectations are met (Schaffer 2008). Vroom proposed three criteria involved in motivation. First, an employee must believe that
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